• Journal of Korean Academy of Nursing
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• v.37 no.1
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• pp.114-124
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• 2007

Purpose: The purpose of this study was to describe the experiences of job satisfaction in clinical nurses. Methods: Data was collected from three focus groups composed of 17 hospital nurses. Each focus group had an interview for an average of two and a half hours with the guidance of researchers. The main question was 'how do you describe your lived experience of job satisfaction as a clinical nurse?' Qualitative data from the field notes and transcribed notes were analyzed using a grounded theory methodology developed by Strauss and Corbin. Results: The core category of experience of job satisfaction in clinical nurses was identified as 'Finding success.' Supportive interpersonal relationships and environment affected this category. In the process of attaining job satisfaction through finding success, the participants were using four interactional strategies such as giving meaning, finding self-esteem, extending the horizon of life, and strengthening self-capability. The dimensions of job satisfaction in clinical nurses were the sense of achievement, stability, and pride. Conclusion: The results of this study yields very useful information for nursing mangers to design a program which enhances job satisfaction of clinical nurses based on interactional strategies.

• Child Health Nursing Research
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• v.23 no.1
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• pp.61-69
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• 2017

Purpose: The purpose of this study is to examine the relationship between social capital, labor intensity and incivility and effects the job burnout in pediatric nurses. Methods: A survey is conducted with 186 nurses working in pediatric units at 10 hospital in B, Y, K city. The data was analyzed with SPSS 21.0 program using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficient, $Scheff\acute{e}s$ test and multiple linear regression analysis. Results: A score of 3.31 out of 5 for the level of social capital, a score of 3.16 out of 5 on the labor intensity, and 2.20 points on a 5point on incivility, 4.15 points on a 7 point on job burnout. Job burnout explained 21.7% of the variance in incivility, social capital-shared values, job satisfaction, and labor intensity. Conclusion: The findings indicate that the major factors effecting pediatric nurses job burnout are incivility. Thus, in order to reduce pediatric nurses job burnout are to investigate degree of incivility, it is nesessary to develop intervention programs to incivility and labor intensity that reduced organizational level of measures need to establish.

• Journal of Korean Clinical Nursing Research
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• v.22 no.1
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• pp.38-45
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• 2016

Purpose: The purpose of this study was to understand the effects of verbal violence experience, social support, and coping patterns on job stress among operating room(OR) nurses. Methods: The participants were 214 operating room nurses in general hospitals. Data were collected from April 1st to May 1st in 2013 and were analyzed using a multiple regression. Results: The most influencing factor on job stress for OR nurses was verbal violence experience from doctor(${\beta}=.35$), and verbal violence experience from nurse (${\beta}=.27$) followed. Social support from co-workers was a significant factor in decreasing job stress (${\beta}=-.22$). Those three factors explained 43.0% (F=54.76, p<.001) of OR nurses' job stress. Conclusion: The findings of this study revealed that doctors' and nurses' verbal violence increased job stress of OR nurses and social support from co-workers was found decreasing OR nurses' job stress. The results of the study provides an necessity for developing an effective program for minimizing job stress of OR nurses caused by work place verbal violence.

• Korean Journal of Occupational Health Nursing
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• v.21 no.1
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• pp.18-26
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• 2012

Purpose: This study tried to explore factors influencing on job maintenance of the mentally disabled who employed before. The subjects of this study were the mentally disabled who participated in community mental health center and social rehabilitation center, there had experienced a job in the past. Methods: The number of community centers were 27 places, there were located in different region. The number of participants were 221 persons agreed to this study. Data was analyzed by Mean, SD and logistic regression analyzation using SPSS/WIN 14.0. Results: General character such as age was significant factor. Monthly pay and working a day in the midst of job related factors were significant. Moreover, job rehabilitation program satisfaction rate and social support revealed significant factors. Conclusion: On the basis of results, Job rehabilitation programs for job maintenance of the mentally disabled should be development and establish mediate strategies to improve social support to them.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.78-87
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• 2020

Purpose: The purpose of this study was to identify the relationship between nursing error experience, coping behavior and job stress in operating room. Methods: A descriptive research design was used in this study. The participants were 228 operating room nurses in G city who surveyed between October 25 and November 25, 2017 using self-report questionnaires. The data were analyzed using IBM SPSS/WIN 24.0/AMOS WIN 24.0 Program, which determined frequency, percentage, mean, standard deviation, Pearson correlation coefficient, and structural equation model. Results: There were significant positive correlations between six sub-categories of nursing errors and job stress. We found negative correlations between coping behavior and job stress. There was a mediating effect of active coping between knowledge of nursing error and job stress. We found passive coping between inspection & monitoring related error and job stress. Conclusion: Study findings suggest that adequate education and the improvement in hospital environment and system should be required to reduce the nurses' job stress related to the patients' safety in operating room.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.3
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• pp.406-414
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• 2006

Purpose: The purpose of this study was to investigate the extent of empowerment, task performance and job satisfaction perceived by hospital nurses and the relationship among those variables. Methods: The sample consisted of 261 nurses from a university affiliated hospital. Data were collected with self-administrated questionnaires including empowerment, performance and job satisfaction and analyzed using mean, standard deviation, ANOVA and $Scheff{\acute{e}}$ test. Results: The mean scores of variables were as follows. Empowerment was 4.6472, task performance was 3.7814, and job satisfaction was 3.1240. The older, more educated and more experienced nurses showed more empowered and higher job performed than the younger, less educated and less experienced nurses. Empowerment had a positive correlation with task performance and job satisfaction. Conclusions: The results imply that hospital should develop the empowerment program for nurses to be more job performed and satisfied.

• Journal of Korean Academy of Nursing Administration
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• v.13 no.3
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• pp.293-301
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• 2007

Purpose: The purpose of the study was to identify the relationship among internal marketing, job stress, organizational commitment, and turnover intention in nursing organizations in Korea. Methods: One hundred eighty six nurses recruited from 6 general hospitals in South Korea. The data were collected by self-reporting questionnaires and analysed by the SPSS WIN 11.0 program using descriptive statistics, Pearson's correlation coefficients and stepwise multiple regression. Results: Nurses participated in the study reported medium levels of perceived internal marketing, job stress, organizational commitment, and turnover intention. Perceived internal marketing had significant negative correlation with job stress and turnover intention and significant positive correlation with organizational commitment. Employee's management philosophy was a significant predictor of job stress along with characteristics of hospital, and nurse's educational level ($R^2=$ .18). Working environment was a significant predictor of organizational commitment along with monthly income and job stress ($R^2=$ .31). Promotional strategies and communication style in the organization were significant predictors of turnover intention along with organizational commitment and job stress ($R^2=$ .31). Conclusions: This study suggest that future intervention study enhancing internal marketing would lead the positive changes in job stress, organizational commitment, and turnover intention.

• Journal of Information Technology Services
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• v.15 no.1
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• pp.179-195
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• 2016

Popular business magazines continue to highlight the employee's emotional intelligence in the organization. The purpose of this study is to explore a mediation mechanism of the relationship between emotional intelligence and job satisfaction in China IT corporation. For this, this study focused on examining the influential relationship between employee's emotional intelligence, Awareness of Self-Emotion, Awareness of other-Emotion, Emotion management, Emotion Control and job satisfaction and the mediating effect of organization culture awareness upon the relationship. Study findings are as follows : First, China IT corporation employee emotional intelligence has a significant positive(+) effect on job satisfaction and is partially supported organization culture awareness. Second, organization culture awareness has partially mediated effect on relationship between emotional intelligence and job satisfaction. In this study, the more employee's emotional intelligence have a positive impact on job satisfaction and organizational culture. We can designing a support program that emotional intelligence and organization culture awareness for China IT corporation employees will have direct influence upon job satisfaction. Employee's great talent to make good use of elements of emotional intelligence that promote the work environment and their's condition and the relationship between employee and employee.

• Korean Journal of Occupational Health Nursing
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• v.24 no.4
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• pp.331-339
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• 2015

Purpose: The purpose of this study was to investigate the moderating effects of social support between emotional labor and job satisfaction in clinical nurses. Methods: Participants were 311 clinical nurses and data were collected from July 11th to 18th, 2014. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and hierarchical multiple regression with SPSS 21.0. Results: The job satisfaction indicated a significant relationship to surface-acting (r=-.191, p=.001), deep-acting (r=.179, p=.002) and social support (r=.342, p<.001) respectively. Emotional labor significantly affected job satisfaction (F=11.592, p<.001), and explained 5.4% of the variance in job satisfaction. The social support acted as a moderator on the relationship between emotional labor and job satisfaction at significant level (F=11.416, p<.001). Conclusion: The results of this study suggest that it is important to develop social support promoting and stress relief program for clinical nurses to improve job satisfaction.

• Korean journal of food and cookery science
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• v.31 no.5
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• pp.635-641
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• 2015

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (${\beta}=0.346$, p<0.001), and supervision (${\beta}=0.281$, p<0.001) significantly affects employees' turnover intent, whereas promotion, pay and benefits, and co-workers did not. Therefore, the turnover intent of employees at hotels and family restaurants decreased when they were motivated by strategies related to job dissatisfaction. In addition, the findings demonstrated that the company type moderated the effect of job dissatisfaction (e.g., co-worker) on turnover intent. Limitations and future research directions are also discussed.